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作者：Campion, Michael C.; Ployhart, Robert E.; Campion, Michael A.
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作者：Eberly, Marion B.; Holley, Erica C.; Johnson, Michael D.; Mitchell, Terence R.
作者单位：University of Washington; University of Washington Tacoma; Central Washington University; University of Washington; University of Washington Seattle
摘要：It has recently been suggested that attribution theory expand its locus of causality dimension beyond internal and external attributions to include relational (i.e., interpersonal) attributions (Eberly, Holley, Johnson, & Mitchell, 2011). The current investigation was designed to empirically focus on relationship dynamics, specifically where 1 member of the relationship receives negative performance-related feedback. We use quantitative and qualitative data from 7 samples (5 samples for scale ...
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作者：Campbell, Elizabeth M.; Liao, Hui; Chuang, Aichia; Zhou, Jing; Dong, Yuntao
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University System of Maryland; University of Maryland College Park; National Taiwan University; Rice University; University of Connecticut
摘要：While high performers contribute substantially to their workgroups and organizations, research has indicated that they incur social costs from peers. Drawing from theories of social comparison and conservation of resources, we advance a rational perspective to explain why high performers draw both intentional positive and negative reactions from peers and consider how cooperative work contexts moderate these effects. A multisource field study of 936 relationships among 350 stylists within 105 ...
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作者：Hillebrandt, Annika; Barclay, Laurie J.
作者单位：Wilfrid Laurier University
摘要：Studies have indicated that observers can infer information about others' behavioral intentions from others' emotions and use this information in making their own decisions. Integrating emotions as social information (EASI) theory and attribution theory, we argue that the interpersonal effects of emotions are not only influenced by the type of discrete emotion (e.g., anger vs. happiness) but also by the target of the emotion (i.e., how the emotion relates to the situation). We compare the inte...
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作者：Campion, Michael C.; Ployhart, Robert E.; Campion, Michael A.
作者单位：University of South Carolina System; University of South Carolina Columbia; Purdue University System; Purdue University
摘要：This study proposes that reaching applicants through more diagnostic recruitment sources earlier in their educational development (e.g., in high school) can lead them to invest more in their occupation-specific human capital (OSHC), thereby making them higher quality candidates. Using a sample of 78,157 applicants applying for jobs within a desirable professional occupation in the public sector, results indicate that applicants who report hearing about the occupation earlier, and applicants wh...
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作者：Hideg, Ivona; Ferris, D. Lance
作者单位：Wilfrid Laurier University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Affirmative action (AA) policies are among the most effective means for enhancing diversity and equality in the workplace, yet are also often viewed with scorn by the wider public. Fairness-based explanations for this scorn suggest AA policies provide preferential treatment to minorities, violating procedural fairness principles of consistent treatment. In other words, to promote equality in the workplace, effective AA policies promote inequality when selecting employees, and the broader publi...
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作者：Roth, Philip L.; Le, Huy; Oh, In-Sue; Van Iddekinge, Chad H.; Robbins, Steven B.
作者单位：Clemson University; University of Texas System; University of Texas at San Antonio; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; State University System of Florida; Florida State University; Educational Testing Service (ETS)
摘要：Correcting validity estimates for selection procedures for range restriction typically involves comparing variance in predictor scores between all job applicants and applicants who were selected. However, some research on criterion-related and differential validity of cognitive ability tests has relied on range restriction corrections based on data from job incumbents. Unfortunately, there remains ambiguity concerning the accuracy of this incumbent-based approach vis-a-vis the applicant-based ...
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作者：Gong, Yaping; Wu, Junfeng; Song, Lynda Jiwen; Zhang, Zhen
作者单位：Hong Kong University of Science & Technology; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Renmin University of China; Arizona State University; Arizona State University-Tempe
摘要：Intrinsic and extrinsic motivational orientations often coexist and can serve important functions. We develop and test a model in which intrinsic and extrinsic motivational orientations interact positively to influence personal creativity goal. Personal creativity goal, in turn, has a positive relationship with incremental creativity and an inverted U-shaped relationship with radical creativity. In a pilot study, we validated the personal creativity goal measure using 180 (Sample 1) and 69 (Sa...
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作者：Campion, Michael C.; Ployhart, Robert E.; Campion, Michael A.
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作者：Barber, Larissa K.; Taylor, Shannon G.; Burton, James P.; Bailey, Sarah F.
作者单位：Northern Illinois University; State University System of Florida; University of Central Florida; Northern Illinois University; University of Wisconsin System; University of Wisconsin Madison
摘要：Research demonstrating that employees who are undermined at work engage in similar behavior at home suggests this connection reflects displaced aggression. In contrast, the present study draws on self-regulation theory to examine the work-home undermining spillover/crossover process. We propose that poor sleep quality transmits the influence of workplace undermining to home undermining per self-regulatory impairment, and exercise moderates this indirect effect per self-regulatory improvement. ...
